This report presents the findings from the faculty compensation survey conducted at Notre Dame of Maryland University. Visualizations cover multiple-choice, matrix, and slider items. Each item is displayed as an overall view along with splits by demographic variables (Gender, Rank, Status, and Division) using interactive tabsets. Thematic analyses are provided for open-response items.
Use the tabs at the top of the page to select and progress through the survey sections. Each section includes multiple items, and most sections include matrix subitems.
Effective compensation policies and practices are key to maintaining fairness and competitiveness in faculty pay. We would like to know your perceived level of familiarity with these policies as well as your views on the effectiveness of their communication and implementation at NDMU.
SECTION 2: COMPENSATION PHILOSOPHYDeveloping a clear compensation philosophy is a best practice that helps align compensation policies with the institution’s core values. This philosophy articulates the principles that guide decisions regarding faculty compensation. In this section, we invite you to share your perspective on the guiding principles that should shape the approach to faculty compensation at NDMU.
SECTION 3: COMPENSATION BENCHMARKINGSelecting appropriate benchmark institutions is necessary to fairly anchor faculty compensation within a market framework. Please share your perspective on which institutions and criteria should guide this benchmarking process at NDMU.
SECTION 4: COMPENSATION STRUCTUREA well-designed structure is a critical component of faculty compensation, as it sets the framework for how pay is determined and adjusted over time. In this section, we ask for your input on two key aspects of compensation structure: overall flexibility versus rigidity, and the treatment of compensation differentials across academic disciplines.